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Great Mid Year Review Questions

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Mid year reviews are a like the half-time huddle of your performance Superbowl. If your company doesn’t require them, do them anyway. If your boss doesn’t have one planned for you, ask for one.

They’re great times to summarize, celebrate, challenge and inspire. If you’re not convinced, or need help getting started read last year’s post: How to Conduct a Meaningful Mid-Year Review

Use this time to ask great questions that inspire deeper thinking and build meaningful connection.

Voltaire on questions: “Judge a man by his questions rather than his answers.”

Mid-Year Questions to Reflect on Performance

  • How are you feeling about the year so far?
  • How would you describe what’s happening with this project?
  • What are you most of proud of this year?
  • What lessons have you learned?
  • What new relationships have you fostered?
  • How are you different now than you were 6 months ago?
  • What new skills have you developed?
  • Where are you stuck?

Mid-Year Questions to Challenge and Turnaround

Bono on questions: “We thought that we had the answers, it was the questions we had wrong.”

  • Have you ever had an experience like this before? What did you do that helped at that time?
  • What patterns do you see?
  • What do you think we should do?
  • Which habits would you like to change?
  • What’s the most important thing you can do to turn this situation around?
  • What additional resources do you need?
  • How can I best support you?

Mid-Year Questions to Encourage

  • What would it look like if?
  • What would happen if?
  • What’s possible?

Mid-Year Questions to Solicit Feedback

  • If you were in my shoes, what would you be doing differently?
  • What can I do to better support you and the team?
  • What have I done this year that most ticked you off?
  • What am I doing that’s most helpful to you?
Your turn. What are your favoriate mid year review questions?
Filed Under:   Career & Learning, Communication
 
 
Karin Hurt
Karin Hurt
Karin Hurt, is CEO of Let’s Grow Leaders and a former Verizon Wireless executive. Karin was named on Inc.’s list of 100 Great Leadership Speakers for Your Next Conference, the American Management Association List of 50 Leaders to Watch, and as a Trust Across America Top Thought Leader in Trust. She’s the award-winning author of two books, Winning Well: A Manager’s Guide to Getting Results— Without Losing Your Soul, and Overcoming an Imperfect Boss. She’s regularly featured in business publications including Fast Company, Entrepreneur, and Inc.
 

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What People Are Saying

Steve Borek   |   06 June 2014   |   Reply

What’s the impact if you fall short?

Karin Hurt   |   06 June 2014   |   Reply

Steve, LOVE THAT!!!

Alli Polin   |   06 June 2014   |   Reply

Best advice: If your company doesn’t require them, do it anyway. Big, huge, enormous yes to that. Career and performance check-ins should not only happen annually.

Karin Hurt   |   07 June 2014   |   Reply

Alli, Thanks so much. So agree. We actually did a study in my last job and found that there was a correlation to employee satisfaction only if they were done well. Done as a check-off actually decreased satisfaction.

bill holston   |   06 June 2014   |   Reply

GREAT questions. When I was in private practice, I once gave my two direct reports a questionaire, with several questions on it: I told them to be candid. I asked:
1. What are the things I don’t do, you wish I did
2. Do I communicate to you in a way you understand how much I respect admire and approve of you?
3. Do I treat you respectfully and as you would like to be treated?
4. Are there things I could do that would make our relationship better?
5. Is there anything about my actions that you do not find to be ethical or professional.
I got great feedback on this. I’m sure it wasn’t completely forthcoming, but it did elicit some areas for me to improve and I took it to heart.

Karin Hurt   |   07 June 2014   |   Reply

Bill, That’s FANTASTIC! Thanks for sharing. You could write a post about that ;-)

Terri Klass   |   06 June 2014   |   Reply

All organizations should offer mid-year reviews as goals are constantly being reassessed with so much change.

Love your questions and might add: If you were in my shoes, what would you do?

Thanks Karin!

Karin Hurt   |   07 June 2014   |   Reply

Terri, Thanks so much. You are so right. There have been times when I’ve actually found my objectives change entirely by year end. Constant communication is vital.

Sridhar Laxman   |   08 June 2014   |   Reply

1. What are some things you have done that call for a celebration?
2. What can make your work more fun?
3. What’s your intent for the next six months?
4. What new things if done can add greater meaning to your work?
5. What will be your biggest contribution to work this year?

Sue Bock   |   12 June 2014   |   Reply

Karen

You’ve created so many great questions that it was a challenge to come up with my question. I can see why there was increased employee satisfaction.

“Where do you see yourself in the next 6 months and what do you need from me to get there?”

Cheers
Sue Bock
http://couragetoadventure.com/blog